Leadership carries significant responsibilities, and one of the most crucial aspects is how we deliver feedback to team members. By observing leadership dynamics, we can see that the age-old principle of “praise publicly, coach privately” remains fundamental to effective leadership. Private feedback creates trust, encourages growth, and ensures feedback is received with an open mind rather than defensiveness.
Public humiliation or criticism is one of the most destructive actions a leader can take. Calling someone out in front of their peers creates lasting damage that can permanently alter professional relationships and team dynamics.
These are the main points I have gathered through Galen Emanuele’s Video:
The Impact of Public Criticism
When leaders criticize team members in front of others, the consequences are severe and far-reaching. The effects often include:
- Broken trust between leader and employee
- Deep-seated resentment
- Increased likelihood of resignation
- Decreased engagement and productivity
- Damaged team morale
A single instance of public criticism can permanently damage a professional relationship. The psychological impact on an employee who feels humiliated in front of colleagues creates wounds that may never fully heal.
Understanding Intent vs. Impact
A critical distinction exists between a leader’s intentions and the impact of their actions. Whether or not a leader intends to cause embarrassment is irrelevant – if an employee feels humiliated, the damage is done. If somebody feels humiliated, whether that was your intention or not, it will have the same impact on them.
Best Practices for Private Feedback
Private coaching conversations offer several advantages:
- Allows the employee time to process feedback
- Creates space for open dialogue
- Maintains professional dignity
- Builds trust and psychological safety
When feedback occurs in private, both parties can engage in meaningful discussion without the pressure of an audience. This approach fosters an environment where growth and improvement become possible.
Navigating Team Discussions
There are situations where addressing issues in team settings becomes necessary. When these circumstances arise, leaders must exercise extreme caution in their approach. The focus should remain on:
Learning opportunities for the entire team
Prevention strategies for future situations
Constructive solutions rather than individual blame
Clear, careful communication that protects dignity
The key is to discuss situations without singling out individuals or creating embarrassment. This requires careful word choice and thoughtful delivery.
Building trust through private coaching creates a foundation for effective feedback conversations. When leaders consistently demonstrate respect for their team members’ dignity, they create an environment where growth and improvement flourish.
The simple rule remains: if your words might make someone look bad in front of their peers, save that conversation for a private setting. This approach builds stronger teams, maintains morale, and creates lasting positive relationships between leaders and their team members.
